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Reference Check Questions that Work!

How to Get the Most of Reference Check Questions
There are just TWO rules you have to remember when checking references:

Talk to the Right People

Ask the Right Questions

Talk to the right people

Make sure that your final candidates give you the kind of references that you need. Be specific about who you must speak with. Here’s what I request from candidates for the reference check process:

Two former bosses or managers. Be sure you speak with someone who, like yourself, has managed your candidate. They will be a good guide to how the candidate responds to motivation, work ethic, etc. (More about that later).

A customer. This is especially important when hiring a salesperson. You want to see how your candidate comes across to prospects and customers. Top salespeople will be happy to give you a customer reference. They are proud of their accomplishments and many times these relationships last long after the sale is made.

A peer. This is not as important as the manager or customer, but a peer can give valuable insight as to how your potential employee works in a team environment. And, even though you may be hiring an individual contributor who may be in a remote office, remember that she has to fit in with the rest of your team. This type of reference is especially important when you are hiring in a marketing department, for example, where one person’s work directly correlates to another’s and meeting deadlines may depend on close cooperation.

If a candidate cannot give you three business references (especially a candidate who has been working for more than five years), you have reason to be suspicious. And, as a rule, I accept no personal references.

Years ago (longer than I care to admit!) when I started my sales career, one of my best managers told me, “Ask the right questions and you’ll get the right answers.” This is not only true in selling; this is true in checking references as well. When I am called for a reference, I am always amazed at either how general the questions are (e.g., “So, how was Mary to manage?”) or how irrelevant they are (e.g., “Did you enjoy working with Mary?”). I wish I was kidding about these. Bad questions will get you bad answers.

First, be sure to take the important step of establishing rapport with your reference to make him feel comfortable about sharing information with you. Reassure the reference that your conversation is in the strictest of confidence as well.